The Antecedents of a ‘Chilly Climate’ for Women Faculty in Higher Education

The literature on women’s under-representation in academia asserts that faculty women face a ‘chilly climate’, but there are few theoretically based studies examining this proposition. Relational demography, organizational justice, and social network theories all identify possible antecedents of ‘chilly climate’. Using survey data of faculty at a private Midwestern US university, we test whether the perception of exclusion (chilly climate) is influenced by demographic dissimilarity, and perceptions of fairness and gender equity. We find that faculty women perceive more exclusion from academic departments with a low representation of women, consistent with relational demography. Perceptions of procedural fairness and gender equity are powerful factors that foster inclusion and warm the climate for both men and women. The ‘chilly climate’ for women faculty is a complex phenomenon with multiple causes. Policies that fail to address these multiple causes are unlikely to be effective

The “Name Game”: Affective and Hiring Reactions to First Names

Purpose – The paper seeks to examine how the uniqueness and ethnicity of first names influence affective reactions to those names and their potential for hire. Design/methodology/approach – In study 1, respondents evaluated 48 names in terms of uniqueness and likeability, allowing us to select names viewed consistently as Common, Russian, African-American, and Unusual. In Study 2 respondents assessed the uniqueness and likeability of the names, and whether they would hire someone with the name. Findings – Results indicated that Common names were seen as least unique, best liked, and most likely to be hired. Unusual names were seen as most unique, least liked, and least likely to be hired. Russian and African-American names were intermediate in terms of uniqueness, likeability and being hired, significantly different from Common and Unique names, but not significantly different from each other. Research limitations/implications – The name an individual carries has a significant impact on how he or she is viewed, and conceivably, whether or not the individual is hired for a job. Practical implications – Human resource professionals need to be aware that there seems to be a clear bias in how people perceive names. When resumés are screened for hiring, names should be left off. Our findings also suggest that when selecting, parents may want to reconsider choosing something distinctive. Originality/value – This study offers original findings in regards to names, combining diverse research from social psychology and labor economics, and offering practical implications

Whiteness of A Name: Is “White” the Baseline?

Purpose– The purpose of this paper is to examine the hypothesis that Whiteness is used as a normative standard when comparing a variety of first names. Design/methodology/approach– Respondents (full- and part-time business students) evaluated names that sounded common, African-American, Russian, and unusual. Findings– Results from two studies suggest that “common” or “neutral” names are perceived to be white, and to be more American than African-American, Russian or unusual-sounding names. Results also demonstrate that the common names have more positive attributes, including socio-economic class. Research limitations/implications– The study found that the basic comparison of American respondents will be to a white person. Second, the authors applied Critical Race Theory (CRT) to the research on names. Finally, the authors demonstrate that unless they are totally anonymous, virtual teams will still have the type of social categorization and stereotyping of team members found in ordinary teams. Practical implications– Organizations and managers need to recognize that a “colorblind” approach simply reinforces the expectation that any differences in American organizations will be compared against the Whiteness standard. This can be a problem in any organizational setting, especially given the proliferation of virtual teams. This may be addressed with attempts to increase common in-group identity and strategies for identifying bias. Originality/value– In this research the authors integrate concepts and theory from Virtual Teams, CRT and the Psychology of Names, providing both theoretical and practical implications

Unusual water transport properties of some traditional Scottish shale bricks

Sorptivity, porosity and pore size distribution have been measured for five types of pressed fired-clay bricks recovered from a Second World War airfield in East Lothian, Scotland. It was found that the bricks, all manufactured locally from colliery shale, had similar porosities but significantly different compositions, leading to differences in pore structure and transport properties. Unusually high concentrations of organic carbon were found by analysis. In imbibition tests using water and n-decane, capillary absorption generally did not scale with time1/2, indicating material non-uniformity in the flow direction. A sharp front n-layer model was used to estimate the variation of sorptivity and permeability in drilled cores taken through bed and stretcher faces. A surface skin of lower sorptivity was found in some materials. This is attributed to compression of the green clay in the brick mould during manufacture. Comparison of water and decane imbibition showed that water sorptivity is reduced throughout by partial wettability. This hydrophobicity of these shale bricks is tentatively related to their high organic carbon content, which is incompletely burned out during firing. We show how the partial wettability may be expressed in terms of a wetting index derived from imbibition dat

Inference by exclusion in the Red-tailed Black Cockatoo (Calyptorhynchus banksii )

Inference by exclusion is the ability to select a given option by excluding the others. When designed appropriately, tests of this ability can reveal choices that cannot be explained by associative processes. Over the past decade, exclusion reasoning has been explored in several non-human taxonomic groups including birds, mainly in Corvids and Parrots. To increase our understanding of the taxonomic distribution of exclusion reasoning and therefore its evolution, we investigated exclusion performances in Red-tailed Black cockatoos (Calyptorhynchus banksii), an Australian relative of the Goffin cockatoo (Cacatua goffinia), using a food-finding task. Cockatoos were required to find a food item hidden in one of the two experimenter's hands. Following training sessions in which they reliably selected the closed baited hand they had just been shown open, each individual was tested on four different conditions. Critical to demonstrating exclusion reasoning was the condition in which they were shown the empty hand and then offered a choice of both closed hands. The performance of all birds was above chance on all experimental conditions but not on an olfactory and/or cuing control condition. The results suggest that the birds might be able to infer by exclusion, although an explanation based on rule learning cannot be excluded. This first experiment in Red-tailed Black cockatoo highlights this species' potential as a model to study avian cognition and paves the pathway for future investigations

A Spatial Pattern Analysis of Forest Loss in the Madre de Dios Region, Peru

Previous studies have quantified the expansion of gold mining-related forest loss (Espejo et al., 2018; Asner et al., 2017; Swenson et al., 2011) in the Madre de Dios region of Peru. This study uses Spectral Mixture Analysis (SMA) in a cloud-computing platform to map general forest loss within and outside key land tenure areas in this region. Landsat 7 Enhanced Thematic Mapper plus (ETM+) and Landsat 8 Operational Land Imager (OLI) Surface Reflectance data were utilized spanning 2013 and 2018 and spectral unmixing was performed to identify patterns of forest loss for each year. Planet Scope and RapidEye imagery were used to conduct an accuracy assessment and to identify potential drivers

GC11H _ 0998: A spatial pattern analysis of forest loss in the Madre de Dios region, Peru

Previous studies have quantified the extension of gold mining activities and associated it with forest loss in the Madre de Dios region of Peru. This study uses Spectral Mixture Analysis (SMA) in a cloud-computing platform to map forest loss within and outside key land tenure areas in this region, Landsat 7 Enhanced Thematic Mapper plus (ETM+) and Landsat 8 Operational land Imager (OLI) Surface Reflectance data were utilized spanning 2013 and 2017 and spectral unmixing was performed to identify patterns of forest loss for each year. Planet Scope and RapidEye imagery were used to conduct an accuracy assessment and to identify potential drivers

Display rules for expressed emotion within organizations and gender: implications for emotional labor and social place marking

Emotions are recognized as central to organizational life. The dialogue on the role of emotion in organizational life is furthered here by addressing the role that gendered display rules and associated expectations play in shaping individuals' expressed (rather than felt) responses to emotional exchanges within the organization. The role of gender in shaping intraorganizational emotional display rules is examined as it interplays at social, organizational and individual normative levels. In this context, emotions and emotional displays at work are seen as affecting individual's subjective social place in organizations. It is argued that gendering influences within the organization make social place marking more difficult and may result in increased forms of emotional labor, particularly surface acting/emotional dissonance, which may lead to emotional exhaustion in employees. A laboratory experiment was conducted using videotaped vignettes to represent more and less levels of gendering in emotional interactions. Findings indicate that there were no main effects for level of gendering as operationalized by this study on emotional dissonance, emotional exhaustion and subjective social place. Exploratory data analyses conducted further examine these relationships and point out the importance of the sex of the employee involved in the emotional exchange. This study points towards theoretical and empirical implications for how emotions are interpreted not only by members of different sex categories, but also for other dimensions of diversity in the organization and associated consequences